Hyrell Bloghttps://www.hyrell.com/blog
Get HR and Recruiting Advice from the Experts at Hyrell, an Online Recruiting Software.en-usTue, 20 Aug 2019 16:25:37 GMT2019-08-20T16:25:37Zen-usTesting 1, 2, 3: The Ins and Outs of Job Trial Periodshttps://www.hyrell.com/blog/the-ins-and-outs-of-job-trial-probationary-periods
<p><img src="https://www.hyrell.com/hs-fs/hubfs/advertisement-businessman-hands-533444.jpg?width=700&amp;name=advertisement-businessman-hands-533444.jpg" alt="advertisement-businessman-hands-533444" width="700" style="width: 700px;"></p>
<p>It costs the average company <a href="https://www.betterbuys.com/ats/#buyers-guide">$4,000 to hire a new employee</a>, and that’s not including the additional costs that can result from a bad hire. A poor fit and exaggerated value can land your company in a world of financial hurt.</p><p><img src="https://www.hyrell.com/hs-fs/hubfs/advertisement-businessman-hands-533444.jpg?width=700&amp;name=advertisement-businessman-hands-533444.jpg" alt="advertisement-businessman-hands-533444" width="700" style="width: 700px;"></p>
<p>It costs the average company <a href="https://www.betterbuys.com/ats/#buyers-guide">$4,000 to hire a new employee</a>, and that’s not including the additional costs that can result from a bad hire. A poor fit and exaggerated value can land your company in a world of financial hurt.</p>
<p>Implementing employee “trial periods” (also known as “probationary employment periods”) can help you avoid these <a href="https://www.hyrell.com/blog/common-hiring-mistakes-to-avoid-great-company-culture">common hiring mistakes</a> because – let’s face it – no recruitment process is perfect. Putting candidates through a temporary trial run gives you the power to evaluate their skill set in action, not just on a piece of paper.</p>
<p>Every company’s different, but these answers to common questions regarding trial periods can help you get started.</p>
<h3><strong>What should my trial period consist of?</strong></h3>
<p>The trial run should match the position’s day-to-day duties as realistically as possible, or you risk an inaccurate assessment. Treat employees in a trial period exactly as you would any other employee, taking them through the same onboarding process and providing similar levels of guidance. Since your main priority is to see whether the candidate can handle the position, it’s crucial you don’t make any drastic changes outside of the job description. &nbsp;</p>
<h3><strong>How long should my trial period be?</strong></h3>
<p>There’s no hard and fast rule that dictates the length of employee trial periods. According to <a href="https://www.wonolo.com/blog/90-day-trial-employment/">Wonolo</a>, they can vary from 30 to 180 days in length, with the most common length being 90 days. This cut-off point serves as a good middle ground between “too short” and “too long.” With the former, you don’t get enough time for a full sense of the candidate’s <a href="https://www.hyrell.com/blog/topic/culture-fit-assessments">overall fit</a>. If there isn’t a solid offer in place yet, the latter may cause the candidate to lose morale as time drags on.</p>
<p>If a candidate is a poor fit right from the start, don’t worry. With probationary employment periods, you can dismiss inadequate candidates at any point within that time frame. It’s a good idea, though, to provide an explanation for why they didn’t make the cut to avoid any hard feelings.</p>
<h3><strong>How should I evaluate an employee’s performance during a trial period?</strong></h3>
<p>Quantitative measurements can help you make a data-driven decision – not to mention, they reduce the level of bias and subjectivity in <a href="https://www.hyrell.com/">the hiring process</a>. Some areas of focus may include clock-in and clock-out times, as well as the time taken for lunches and breaks, and time needed to complete required tasks.</p>
<p>But of course, the quality of a prospective employee’s work is equally as important. To make the best judgment call, get an existing employee who works in a similar position as the candidate to provide feedback on their assignments. This’ll help the candidate learn the expectations of the job and hopefully grow as the trial period goes on. <a href="https://www.hrmorning.com/articles/linking-performance-management-strategy/">Performance management strategies</a> can also help with this process.</p>
<p>Don’t forget to compare what they said during the interview to their actual work performance. Did they claim to have strong leadership skills? Or boast their proficiency with a certain software? Take note of these claims. You don’t want to extend a permanent job offer to a dishonest candidate.</p>
<p>The ability to test a candidate’s fit and performance before extending a permanent agreement is invaluable. Employee trial periods prevent costly personnel errors, protecting your company’s bottom line. And if you end up continuing that persons employment, they’ll already be well-acclimated to the workplace, increasing the chances of your new hire growing into a <a href="https://www.hyrell.com/ebook-hiring-rockstar-employees">top performer</a>.</p>
<p>&nbsp;</p>
<p><em>Amanda Wright is a content editor at </em><a href="https://www.betterbuys.com/"><em>Better Buys</em></a><em>, helping companies find and select the right software solutions.&nbsp; She enjoys writing about the intersection between business and technology</em></p>
<img src="https://track.hubspot.com/__ptq.gif?a=324142&amp;k=14&amp;r=https%3A%2F%2Fwww.hyrell.com%2Fblog%2Fthe-ins-and-outs-of-job-trial-probationary-periods&amp;bu=https%253A%252F%252Fwww.hyrell.com%252Fblog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; ">Hiring TrendsApplicant Tracking SoftwareRecruiting Best PracticesHiring for Small BusinessAttracting Right Applicantshiring strategyqualified candidatesrecruiting processOnboard Entry-Level EmployeeshyrellTue, 20 Aug 2019 16:10:37 GMThttps://www.hyrell.com/blog/the-ins-and-outs-of-job-trial-probationary-periods2019-08-20T16:10:37ZAmanda WrightCommon Hiring Mistakes to Avoid to Foster a Great Company Culturehttps://www.hyrell.com/blog/common-hiring-mistakes-to-avoid-great-company-culture
<p style="text-align: right;"><img src="https://www.hyrell.com/hs-fs/hubfs/adults-beverage-brainstorming-567633%20(1).jpg?width=700&amp;name=adults-beverage-brainstorming-567633%20(1).jpg" alt="adults-beverage-brainstorming-567633 (1)" width="700" style="width: 700px;"><a href="https://www.pexels.com/photo/man-and-woman-handshake-567633/"><i>Image via Pexels</i></a></p><p style="text-align: right;"><img src="https://www.hyrell.com/hs-fs/hubfs/adults-beverage-brainstorming-567633%20(1).jpg?width=700&amp;name=adults-beverage-brainstorming-567633%20(1).jpg" alt="adults-beverage-brainstorming-567633 (1)" width="700" style="width: 700px;"><a href="https://www.pexels.com/photo/man-and-woman-handshake-567633/"><i>Image via Pexels</i></a></p>
<p style="text-align: left;">Hiring mistakes don’t just cost you time, they also cost your business money. As you likely know, hiring the perfect candidate is not as easy as it sounds. Especially in today’s digital world, it can feel more fast-paced and competitive than ever. Did you know that <a href="https://www.ghrr.com/the-real-costs-of-a-bad-hire-infographic/">39% of businesses</a> report a decrease in productivity due to a bad hire? That’s a number you can’t afford.</p> How do you avoid the most common hiring mistakes so you can foster a great company culture? It doesn’t have to be complicated. In this guide, we’ll pinpoint the most common hiring mistakes so you can steer clear of them.&nbsp;
<h2>Mistake 1: You Rush the Process</h2>
<p>The first mistake is to simply rush the process. A lot of people are in a rush to fill the open position, but this quick-paced approach is risky. While it’s true we’re in the <a href="https://www.oxfordeconomics.com/recent-releases/workforce-2020-the-looming-talent-crisis">middle of a talent crisis</a>, it’s worth taking the time to make sure the candidate you choose is the right fit.&nbsp;</p>
<p>Instead of rushing the process, use an automated <a href="/">applicant tracking system</a>. With an applicant tracking system, you’re able to eliminate the poor-fit candidates to help <a href="/ebook-recruiting-guide-download-confirmation">find better candidates</a> faster.&nbsp;</p>
<h2>Mistake 2: Focus on Experience</h2>
<p>Another common mistake is to give too much weight to industry experience. While industry experience can certainly be a valuable thing to bring to any company, it isn’t the only thing that matters.&nbsp; Too many recruiters think experience is what “makes or breaks” a candidate, when really they should focus on other things.&nbsp;</p>
<p>If someone has all of the skills and seems like the right cultural fit, they could even outperform someone with more “experience” in the chosen field. While experience matters, it shouldn’t be the only thing that matters.&nbsp;</p>
<h2>Mistake 3: Not Being Clear</h2>
<p>How clear are you about the role and your company? It’s tempting to mislead candidates about what it’s like to work for your organization. Hiring is always a two-way street, so while you want your candidates to be upfront with you, you should also be upfront with them.&nbsp;</p>
<p>A great way to do this is with both your job descriptions and the interview. Always be transparent about expectations for the role and what it’s like to work in your workspace. This is the only way to ensure a good fit culturally.&nbsp;</p>
<p style="text-align: right;"><a href="https://www.pexels.com/photo/man-and-person-wearing-white-suit-jacket-holding-both-of-their-hands-1089556/"><i><img src="https://www.hyrell.com/hs-fs/hubfs/adult-african-agenda-1089556%20(1).jpg?width=3000&amp;name=adult-african-agenda-1089556%20(1).jpg" alt="adult-african-agenda-1089556 (1)" width="3000" style="width: 3000px;">Image via Pexels</i></a></p>
<h2>Mistake 4: Not Testing Candidates</h2>
<p>While this isn’t true for all roles, a little assignment can go a long way to help you determine the best fit for your job. A lot of candidates can talk the talk, but can they actually walk the walk? A short assignment will help you see just who has the right skills to do their task quickly.&nbsp;</p>
<p>For instance, you might task a marketing applicant with a short marketing campaign pitch to see what they’ll come up with. It’s all about seeing them in your organization.&nbsp;</p>
<h2>Mistake 5: Overestimating the Interview</h2>
<p>Finally, too many hiring professionals thing the interview is the best place to learn everything about a candidate. While it’s true that the interview is a great place to gain more insight, you can’t judge these interviews too harshly.&nbsp;</p>
<p>Frankly, some people are better at interviewing than others. A great candidate might come across as okay in an interview but actually be the perfect fit. It’s always important to consider the big picture of each candidate, not just the interview.&nbsp;</p>
<h2>Supercharge Your Hiring Process</h2>
<p>How well is your hiring process working? Do you know how to find the best candidates for each role? How well does your company culture stack up against your own hiring process?</p>
<p>If you’ve made hiring mistakes in the past, you know how costly they can be. You’re also not alone. There’s time to avoid these mistakes above when finding your next candidate. You’ll not only save money but also time.&nbsp;</p>
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<img src="https://track.hubspot.com/__ptq.gif?a=324142&amp;k=14&amp;r=https%3A%2F%2Fwww.hyrell.com%2Fblog%2Fcommon-hiring-mistakes-to-avoid-great-company-culture&amp;bu=https%253A%252F%252Fwww.hyrell.com%252Fblog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; ">RecruitingRecruiting ChallengesHiring TrendsHiring & Recruiting TrendsApplicant Tracking SoftwareHiring for Small BusinessHR TechnologyAttracting Right Applicantsculture fit assessmentshiring challengesCompany CultureHiring ProcessCulture Fithiring technologyhiring strategyapplicant tracking software vendorrecruiting processHR trendswork stylehyrellTue, 06 Aug 2019 17:39:10 GMThttps://www.hyrell.com/blog/common-hiring-mistakes-to-avoid-great-company-culture2019-08-06T17:39:10ZWendy Dessler4 Hiring Trends You Need to Knowhttps://www.hyrell.com/blog/4-hiring-trends-you-need-to-know
<p><img src="https://www.hyrell.com/hs-fs/hubfs/Hiring%20Trends%20You%20Need%20to%20Know%20Hyrell%20Franchise%20Hiring.jpg?width=1920&amp;name=Hiring%20Trends%20You%20Need%20to%20Know%20Hyrell%20Franchise%20Hiring.jpg" alt="Hiring Trends You Need to Know Hyrell Franchise Hiring" width="1920" style="width: 1920px;"></p>
<p>Ask any business owner why they do what they do and most will tell you it’s because they have a passion for it. They have a passion for the industry, the product, or may even be driven by a passion to do something that is entirely theirs. People buy into a franchise network for the same reason, but have the added benefit of established brand recognition, a support network of owners that have experienced exactly what you are going through, and a head start on more necessary (but vital) aspects of the business, like marketing materials, best practices, etc.</p><p><img src="https://www.hyrell.com/hs-fs/hubfs/Hiring%20Trends%20You%20Need%20to%20Know%20Hyrell%20Franchise%20Hiring.jpg?width=1920&amp;name=Hiring%20Trends%20You%20Need%20to%20Know%20Hyrell%20Franchise%20Hiring.jpg" alt="Hiring Trends You Need to Know Hyrell Franchise Hiring" width="1920" style="width: 1920px;"></p>
<p>Ask any business owner why they do what they do and most will tell you it’s because they have a passion for it. They have a passion for the industry, the product, or may even be driven by a passion to do something that is entirely theirs. People buy into a franchise network for the same reason, but have the added benefit of established brand recognition, a support network of owners that have experienced exactly what you are going through, and a head start on more necessary (but vital) aspects of the business, like marketing materials, best practices, etc.</p>
<p>But there are very few businesses that just hand you an A-team of talented (and pre-trained) employees so that you can simply “open your doors”. The team you hire to help you run your business will be an integral part of the success of your business, and to hire the best, you need to not only know best practices for hiring franchise employees, but also understand some of the trends in recruiting and hiring that you should be looking for – your best candidates will certainly be looking for some of these in their next company.</p>
<p><strong>Soft Skills could mean the success or failure of your hire.</strong></p>
<p>Soft skills are called that for a reason – they are hard to assess and quantify, but that doesn’t mean they are less valuable.&nbsp; In fact, they are becoming more valuable as a way to determine whether the candidate’s hard skills will be ultimately successful. So, which soft skills should you be looking for? A few soft skills that are increasingly important based on a LinkedIn survey are:</p>
<ol>
<li>Creativity</li>
<li>Persuasion:</li>
<li>Collaboration</li>
<li>Adaptability</li>
<li>Time Management &nbsp;</li>
</ol>
<p>Sure, we’d all love to hire people with strong skills in all 5 of the above areas, but how do you asses a candidate’s soft skills during the interview process if it is all more or less subjective? You can start by creating a few non-conventional questions for them to answer pre-interview. Many ATS platforms, including Hyrell, allow you to add in <span><a href="https://www.hyrell.com">pre-interview questions designed to measure soft skills</a></span>. Think about asking a question like “If you were on an island and could only bring three things, what would they be?” or “If you wrote a book about your life, what would it be called?”. While these may seem like strange questions to ask, they will tell you a lot about the personality, creativity and the potential for cultural fit, all before meeting them in person.</p>
<p><strong>The candidate experience is key</strong></p>
<p>In today’s tight labor market, good hires are becoming increasingly hard to find. Because <a href="/ebook-hiring-rockstar-employees">high quality candidates</a> have more options, it’s important to make sure that they leave the interview (whether in person or on the phone) feeling good about the company. Truth be told, given two equal opportunities with similar companies, and equal pay, candidates will nearly always choose the company that they feel the best about.</p>
<p>What that means for your brand is that as you are promoting your job openings, and going through the interview process, you will need to put your best foot forward. It’s more common now than ever for candidates to turn down companies that they don’t think are a good fit for them. Talk about what you love about your brand, why you bought a franchise in the first place, and the culture that your franchisor (and subsequently, you) promote. Giving your best candidates a reason to want to come work for you, will ensure that you get the best candidates who will have the desire to make your brand succeed.</p>
<p><strong>Boomerang hires are a good thing.</strong></p>
<p>Boomerang hires are people who have voluntarily left an organization and returned at a later date. Traditionally, companies have been hesitant to look at boomerang hires when filling open positions, but that mindset is changing. So why the recent shift in perspective?</p>
<p>Rehiring former employees can reduce the cost per hire because they require less training and get up to speed faster than an outside hire, because they already know the business. They are also more likely to stay in this role longer, because they have seen that the grass may not always be greener. Consider sending personal letters or emails to employees that you would love to win back, and you may be surprised by how much interest that generates for open positions.</p>
<p><strong>Work flexibility is becoming the new norm</strong></p>
<p>Technology over the last two decades has advanced by leaps and bounds. While this has lead to some feeling like they “always have to be on” to answer emails, text and instant messages, it has also lead to the greater possibility of a work-life balance. Technology allows us to work remotely, and work hours that make sense in their already busy lives. If your business model allows for flexible work schedules, or even the possibility of working remotely every once and awhile, make sure you mention that in your job description. Flexibility has been shown to actually increase productivity and retention in employees and is one of the top benefits candidates seek out when applying for jobs.</p>
<p>Also, consider that the Millennials and Gen Z will soon make up a large portion of the workforce. These two groups have grown up in an age of technology and digital connection. They are more comfortable communicating and working digitally than any other generation before them. Looking a step further, maybe you only need part-time help or help with more administrative tasks rather than tasks that require a person be physically present. Creating a job description that is built around a flexible work schedule and environment will broaden your talent pool, allowing you to choose from qualified candidates that may be restricted by physical disabilities, geography or family obligations.</p>
<p>The list of hiring trends and creative recruiting tactics is nearly endless. Include benefits like continuing education, conferences and seminars or anti-harassment programs and implement recruiting strategies in local college and trade schools while utilizing other assessments like <span><a href="https://www.hyrell.com/blog/how-to-use-pre-screening-questions-to-easily-identify-top-candidates">virtual interviews</a></span>, <span><a href="https://www.hyrell.com/blog/when-do-you-run-a-background-check">background checks</a></span> and personality testing. The most important thing you can do is to figure out what your ideal candidate looks like and build a detailed job description just for them. Make sure to include soft skills questions that you can use to find applicants that will fit in your company culture, tout the out-of-the-box benefits you are offering and don’t be afraid to make them feel like you want them as a part of the team as much as they want to work for you.</p>
<img src="https://track.hubspot.com/__ptq.gif?a=324142&amp;k=14&amp;r=https%3A%2F%2Fwww.hyrell.com%2Fblog%2F4-hiring-trends-you-need-to-know&amp;bu=https%253A%252F%252Fwww.hyrell.com%252Fblog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; ">RecruitingHiringHiring TrendsHiring & Recruiting TrendsRecruiting Best PracticesCandidate ExperienceRecruiting Advicehiring strategyhyrellTue, 16 Jul 2019 19:53:55 GMTmarketingteam@hyrell.com (Rebecca Fulton)https://www.hyrell.com/blog/4-hiring-trends-you-need-to-know2019-07-16T19:53:55Z5 Tips for Managing Franchise Employeeshttps://www.hyrell.com/blog/5-tips-for-managing-franchise-employees
<h3>&nbsp;</h3>
<div>
<img src="https://www.hyrell.com/hubfs/Hyrell%20tips%20for%20managing%20franchise%20employees.jpg" alt="Hyrell tips for managing franchise employees">
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<h3 style="font-size: 20px;"><strong>So, you bought a franchise – now what? A simple guide to hiring and managing franchise employees.</strong></h3>
<p></p><h3>&nbsp;</h3>
<div>
<img src="https://www.hyrell.com/hubfs/Hyrell%20tips%20for%20managing%20franchise%20employees.jpg" alt="Hyrell tips for managing franchise employees">
</div>
<h3 style="font-size: 20px;"><strong>So, you bought a franchise – now what? A simple guide to hiring and managing franchise employees.</strong></h3>
<p></p>
<h3><strong>Part 2: 5 Tips for Managing Franchise Employees</strong></h3>
<p>Now that you’ve hired a few rockstar employees, it’s important that they stay – but what are some of the key ingredients to making sure that employees don’t leave? There is certainly no magic formula as every franchise business is different, however these 5 tips on managing franchise employees are a great place to start.</p>
<h3><strong>1.&nbsp; Offer Training</strong></h3>
<p>The training you provide to your employees will be vital to their overall success in the position, and directly correlated to the overall business success. Training doesn’t have to be an in-depth process, either. It can be as simple as giving them the “lay of the land”, walking through the company handbook, and providing some color on your goals for the month, quarter or year. Training your employees to know what is expected of them as part of the team will give them the confidence to not only meet but exceed those goals. Be clear and deliberate when you explain expectations</p>
<h3><strong>2.&nbsp; Create A Work Environment They Want to Be a Part Of</strong></h3>
<p>Creating an environment that employees want to be in daily is imperative to making sure they give you their best efforts. This certainly starts with the physical environment – give them a space that either feels like their own (if your business model allows for that) or give them a culture that is so good they feel like they are coming to work with their friends.</p>
<p>Developing an environment and a culture that employees want to be a part of isn’t just about making it feel “nice”. It’s about building trust and relationships with each employee where they feel they can come to you with problems and they can be resolved or worked through in a respectful way. Disagreements and friction are inevitable, but the way you deal with them will help to build an environment where your employees know you have their back – even if they aren’t always right.</p>
<p>What’s better is that good company culture is statistically proven to be good for business. Happy employees mean 71% less employee turnover and higher job satisfaction. Additionally, happy employees, when motivated to do what’s in the best interest of the company will help you to <a href="https://growtheverywhere.com/management/statistical-case-company-culture/">outperform your competition by 20%</a>. Why? Because they become your brand ambassadors rather than just your employees.</p>
<h3><strong>3.&nbsp; Give Them Something to Work Towards</strong></h3>
<p>Did you know that <a href="http://www.genesisassociates.co.uk/">85% of employees feel motivated</a> to do their best when there is an incentive offered? Historically, it has been looked down upon to take too many vacations because could give the impression that the employee is “slacking off”. We now know the opposite is true. Several forward-thinking companies have started offering “unlimited vacations” for employees and found that not only do employees not abuse the privilege, but they work harder and more efficiently because they feel incentivized to earn the vacation that they will take. If offering unlimited vacation isn’t something you want to offer, there are an unlimited number of other options. Give half days out to say thanks, let them “spin the wheel” for each win they get, offer monetary incentives, or front row parking. Whatever you decide, figure out what motivates each employee, and use that to give them a goal. Everyone is motivated differently, use that to your advantage.</p>
<h3><strong>4.&nbsp; Delegate</strong></h3>
<p>Don’t be afraid to let go of the reins a little. Not right away, but if your employees are proving they can be trusted with more responsibility, and they are demonstrating that they are here to be a part of your team – give them some more to do. While it may seem counter-intuitive to give them more work as a reward, what you are really doing is telling them that you trust them and believe they are a vital piece of the puzzle and their work matters.</p>
<h3><strong>5.&nbsp; Provide Clear Goals</strong></h3>
<p>We eluded to this earlier on, but giving your employees clear goals for their role, as well as the company’s overall strategy, will help to keep everyone running in the same direction. On the flip side, this means that when strategies change or there is a shift in focus, let them in on that information. Remember that this is a team, and you hired them because you can’t do this alone. Let the team drive, <strong>and pivot</strong> together – it will not only make your business more efficient, but it will build the culture, improve job satisfaction, and reduce employee turnover.</p>
<p>These are not the only ways to manage your franchise employees, however these general principles will help you to navigate the process and build a business that people will be itching to work for. Employee turnover is an unfortunate part of owning any business, and it’s important <a href="https://www.hyrell.com">to keep a pipeline of qualified applicants on hand</a> whenever you lose an employee. The key is to always be hiring – but if you’ve found some rockstar employees, do everything you can to keep them.</p>
<p><em>Part 1 of this series addressed the best tips for hiring franchise employees - in case you missed it, you <a href="/blog/5-tips-for-hiring-franchise-employees">can find it here.</a>&nbsp;</em></p>
<p>Ready to get started with Hyrell? We're ready when you are - just click the button below to start hiring today. Hyre Up!</p>
<p></p>
<p>&nbsp;</p>
<p><em><strong>Did we miss an important tip? Feel free to leave it in the comments below!</strong></em></p>
<img src="https://track.hubspot.com/__ptq.gif?a=324142&amp;k=14&amp;r=https%3A%2F%2Fwww.hyrell.com%2Fblog%2F5-tips-for-managing-franchise-employees&amp;bu=https%253A%252F%252Fwww.hyrell.com%252Fblog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; ">HiringHiring & Recruiting TrendsApplicant Tracking SoftwareRecruiting Best PracticesHiring for Small BusinessAttracting Right Applicantsonline hiring organizationOnline Hiring Systemshiring challengesFranchise Hiringemployee turnoverjob satisfactionCulture Fithiring strategyqualified candidatesapplicant tracking software vendorHR trendsWed, 10 Jul 2019 18:26:26 GMTmarketingteam@hyrell.com (Rebecca Fulton)https://www.hyrell.com/blog/5-tips-for-managing-franchise-employees2019-07-10T18:26:26Z5 Tips for Hiring Franchise Employeeshttps://www.hyrell.com/blog/5-tips-for-hiring-franchise-employees
<h5 style="font-size: 13px;">&nbsp;</h5>
<p><img src="https://www.hyrell.com/hs-fs/hubfs/Hyrell%20tips%20for%20hiring%20franchise%20employees.jpg?width=1920&amp;name=Hyrell%20tips%20for%20hiring%20franchise%20employees.jpg" alt="Hyrell tips for hiring franchise employees" width="1920" style="width: 1920px;"></p>
<h5 style="font-size: 13px;"><strong style="font-size: 24px;">So, you bought a franchise, now what? </strong><strong style="font-size: 24px;">A simple guide to hiring and managing franchise employees.&nbsp;</strong></h5>
<h3 style="text-align: left;"><strong></strong></h3><h5 style="font-size: 13px;">&nbsp;</h5>
<p><img src="https://www.hyrell.com/hs-fs/hubfs/Hyrell%20tips%20for%20hiring%20franchise%20employees.jpg?width=1920&amp;name=Hyrell%20tips%20for%20hiring%20franchise%20employees.jpg" alt="Hyrell tips for hiring franchise employees" width="1920" style="width: 1920px;"></p>
<h5 style="font-size: 13px;"><strong style="font-size: 24px;">So, you bought a franchise, now what? </strong><strong style="font-size: 24px;">A simple guide to hiring and managing franchise employees.&nbsp;</strong></h5>
<h3 style="text-align: left;"><strong></strong></h3>
<h3 style="text-align: left;"><strong>Part 1: 5 Tips for hiring your key franchise employees</strong></h3>
<p>You bought a franchise, built out your office space, and have all of your marketing materials printed. But now you need a team. How do you know who to hire, or what you should even be looking for? Hiring can seem daunting given everything else you have going on, but these five tips will help you get started without pulling your hair out.</p>
<h3><strong>1. Leverage your Franchisor (and your fellow franchisees)</strong></h3>
<p>Purchasing a franchise brand has many benefits, but one, as it relates to hiring is that they can advise you on which employees you will benefit from hiring first, and the qualifications that they have found to be the most valuable in their star employees. Your franchisor will likely already have some job description templates you can use as a guide to start from.</p>
<p>Being part of a franchise family also has the added benefit of having other owners that have been exactly where you are right now – at the beginning. Ask around, meet other owners in the network, and even meet with some owners that are close to your territory. If they have employees that are moving and would like to stay within the company, you’ll benefit from being able to bring on an employee that not only has a working knowledge of how your company works, but also comes with a recommendation.</p>
<h3>2. Create accurate and compelling job descriptions</h3>
<p>As mentioned above, your franchisor will likely provide you with a starting template for the primary positions you’ll need to hire first. It’s important that these job descriptions aren’t just accurate, but also detailed. Make sure to fully read the description, determine if there are qualifications or requirements that are missing, and update it to reflect those changes.</p>
<p>Next, put yourself in the position of the applicant. If you were applying for that position, what would you search for? Take those key words or phrases and make sure to include them in your final job description. This will help your description not only stand out to the applicant but will also stand out to search engines. Often, having multiple versions of the same description, but with a different job title, will help you attract a broader base of candidates. Hint: Hyrell’s applicant tracking software has built-in versioning and optimization to make this even easier.</p>
<p>Make it stand out from other job descriptions by touting any out-of-the-box benefits you offer. This can include anything from flexible work schedules, monthly company outings, or even weekly office lunches.</p>
<h3>3. Plan your interview strategy</h3>
<p>It’s important to know what you are looking for in a candidate, beyond simple qualifications. Does the position require them to think on their feet or be creative in the way they approach customers? If so, consider asking them some thought provoking questions like “Other than leather, what would you make a football out of?” It may come across as a little off the wall, but it will give you insight into how they think on their feet.</p>
<p>Additionally, make sure you are only interviewing the best candidates that apply. Your time is valuable and wasting it on candidates that don’t even meet minimum requirements will only cause frustration and loss of time. If there are requirements that need to be met, or questions that need to be answered by every candidate needs to meet, consider utilizing a platform that performs <a href="https://cdn2.hubspot.net/hubfs/324142/2019-Brand/2019%20Hyrell%20Features%20Flyer.pdf">virtual interviews to pre-qualify and rank applicants</a>. This will help you to prioritize which resumes you review first and save you time finding the best applicants for your team.</p>
<h3>4. Be very deliberate (and respond quickly) in your communications</h3>
<p>The interview and hiring process isn’t just stressful for you as a franchise owner, but also for the applicants. It’s important to respond to anyone who has submitted a resume to your business in a timely manner. If they aren’t a good fit (or didn’t pass the virtual interview stage) – let them know right away. If they are still in consideration, let them know that as quickly as possible too.</p>
<p>The way you deliver good or bad news to applicants is also important. Be deliberate and succinct in your communications so that the candidate knows exactly where in the process they stand. Use templates for these communications whenever possible to cut down on the time needed to respond and leverage a recruiting platform that has an interview scheduling feature. This will allow you to effectively manage your calendar and reduce the number of emails flying back and forth between you and the candidate.</p>
<h3>5. Shout it from the rooftops!</h3>
<p>Our final tip when recruiting to your franchise is to let everyone know you are hiring! Don’t rely just on job boards or search engines to do the heavy lifting for you. Share your open positions everywhere and as often as possible – social media, friends and family, and industry specific forums.</p>
<p>It doesn’t matter where you share it, as long as you are getting it out as many places as possible. <a href="/">Applicant tracking software</a> will do most this legwork for you by publishing to the largest job boards around with the added benefit of historically strong search engine rankings.</p>
<p>If you are in an industry that does a lot of hiring, keep the applicants flowing in all year round so that only the best of the best are at your fingertips every time you need to hire.</p>
<p><em>Part 2 of this article will address the best tips for managing your franchise employees once you hire them.&nbsp;</em></p>
<p>Ready to get started with Hyrell? We're ready when you are - just click the button below to start hiring today. Hyre Up!</p>
<p></p>
<p>&nbsp;</p>
<p><em><strong>Did we miss an important tip? Feel free to leave it in the comments below!</strong></em></p>
<img src="https://track.hubspot.com/__ptq.gif?a=324142&amp;k=14&amp;r=https%3A%2F%2Fwww.hyrell.com%2Fblog%2F5-tips-for-hiring-franchise-employees&amp;bu=https%253A%252F%252Fwww.hyrell.com%252Fblog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; ">RecruitingHiring TrendsApplicant Tracking SoftwareRecruitment Marketing,Recruiting Best PracticesHiring for Small BusinessOnline Hiring SystemsHiring Processhiring technologyjob descriptionhiring strategyqualified candidatesinterview questionsapplicant tracking software vendorrecruiting processHR trendshyrellTue, 02 Jul 2019 15:31:48 GMTmarketingteam@hyrell.com (Rebecca Fulton)https://www.hyrell.com/blog/5-tips-for-hiring-franchise-employees2019-07-02T15:31:48ZBuilding a Lasting Workplace Culture | 7 Statistics You Need to Knowhttps://www.hyrell.com/blog/building-a-lasting-workplace-culture-statistics
<p><img src="https://www.hyrell.com/hs-fs/hubfs/workplace%20culture%20hyrell%20franchise%20hiring.jpg?width=1920&amp;name=workplace%20culture%20hyrell%20franchise%20hiring.jpg" alt="workplace culture hyrell franchise hiring" width="1920" style="width: 1920px;"></p>
<p>Workplace culture isn't guaranteed when you start, buy, or take over a company. It doesn’t exist solely in high-tech companies, or only in exotic locations. The fact is that building a solid office culture needs to be intentional and requires a lot of work from the company leaders. It’s a mindset that will resonate with employees when they watch their leaders lead by example. Happy leaders make happy employees. Happy employees are the first step to creating thought-leadership, industry altering innovation, and attraction of the most elite employees in any field. Need proof? Here are 7 hard facts you should know about employee happiness and how their satisfaction impacts your business.</p><p><img src="https://www.hyrell.com/hs-fs/hubfs/workplace%20culture%20hyrell%20franchise%20hiring.jpg?width=1920&amp;name=workplace%20culture%20hyrell%20franchise%20hiring.jpg" alt="workplace culture hyrell franchise hiring" width="1920" style="width: 1920px;"></p>
<p>Workplace culture isn't guaranteed when you start, buy, or take over a company. It doesn’t exist solely in high-tech companies, or only in exotic locations. The fact is that building a solid office culture needs to be intentional and requires a lot of work from the company leaders. It’s a mindset that will resonate with employees when they watch their leaders lead by example. Happy leaders make happy employees. Happy employees are the first step to creating thought-leadership, industry altering innovation, and attraction of the most elite employees in any field. Need proof? Here are 7 hard facts you should know about employee happiness and how their satisfaction impacts your business.</p>
<h3><strong>1. Happy employees are <span><a href="https://warwick.ac.uk/newsandevents/pressreleases/new_study_shows/">12% more productive</a></span> than unhappy employees. </strong></h3>
<p>Researchers in the UK conducted a study that scientifically proves happiness is one of several important keys to a company’s success. As it turns out, employees that feel supported, encouraged and happy are more likely to effectively collaborate and innovate; making them better able to ramp up the pace at which they work without sacrificing the quality. When Google’s focused on employee happiness, they found it increased productivity by a whopping 37%!</p>
<p><strong>Did you know</strong> A Gallup poll shows that unhappy employees cost American business over $300 billion a year?! (<span><a href="http://news.gallup.com/businessjournal/439/what-your-disaffected-workers-cost.aspx">source</a></span>)</p>
<h3><span><strong>2.&nbsp;<a href="http://www.genesisassociates.co.uk/"> 85% of employees feel motivated</a></strong></span><strong> to do their best when an incentive is offered.</strong></h3>
<p>Historically, it has been looked down upon to take too many vacations because could give the impression that the employee is “slacking off”. We now know the opposite is true. Several forward-thinking companies have started offering “unlimited vacations” for employees and found that not only do employees not abuse the privilege, but they work harder and more efficiently because they feel incentivized to earn the vacation that they will take.</p>
<p style="text-align: center;"><a href="https://www.businessnewsdaily.com/8506-employee-productivity-incentives.html"><em>Which incentives work the best?</em></a></p>
<table style="border-collapse: collapse; width: 100%;">
<tbody>
<tr>
<td style="width: 33.3333%; text-align: center;"><strong>Money</strong> – 40%</td>
<td style="width: 33.3333%; text-align: center;"><strong> Free Vacation</strong> – 29%</td>
<td style="width: 33.3333%; text-align: center;"><strong>Extra Time Off</strong> – 23%</td>
</tr>
</tbody>
</table>
<h3><strong>3. Happy sales people produce <span><a href="https://hbr.org/2011/06/the-happiness-dividend">37% greater sales</a></span></strong></h3>
<p>Simply put: happiness is contagious. If your sales people are happy, prospects are more likely to warm up to and engage with them. Think of the last sales person you did business with. Chances are, they were happy, personable and seemed to genuinely enjoy the conversation. A happy workforce will give you a greater advantage over your competitors than virtually anything else.</p>
<h3><strong>4. Happy employees mean 71% less employee turnover. </strong></h3>
<p>Company culture plays a huge role in employee turnover. Job turnover in a company that has higher job satisfaction and happier employees will see <a href="https://blog.accessperks.com/employee-engagement-loyalty-statistics-the-ultimate-collection#satisfaction">71% less turnover</a> than a company that doesn’t take employee emotional health into consideration in its day to day operations. This will also decrease the resources needed to on-board new employees and lead to greater success overall.</p>
<h3><strong>5. Happy employees help you to outperform the competition by 20%.</strong></h3>
<p>It’s no surprise that happy employees work harder because they feel more committed. This feeling of investment in the company and its future, turns employees into powerful brand advocates, giving the company an impressive <a href="https://www.wrike.com/blog/employee-engagement-productivity-retention/">edge over the competition</a>.</p>
<h3><strong>6. Happy employees spend 100% more time focused on the tasks at hand.</strong></h3>
<p>A study conducted by the <span><a href="https://iopenerinstitute.com/an-iopener-case-study/">iOpener Institute for people and performance</a></span> found that employees that are happy at work report being “on task” 80% of the time or 4 out of 5 days. Being on task 100% of the time k is unrealistic, so 80% is remarkably good. Unhappy employees? They report being on task only about 40% of the time or 2 out of 5 days.</p>
<h3><strong>7. Unhappy employees will rack up <span><a href="https://bmcpublichealth.biomedcentral.com/articles/10.1186/1471-2458-11-642">50% more in health care</a></span> expenses (and could reduce profits by 10%).</strong></h3>
<p>Unhappy employees are more likely to show signs of sickness and fatigue in addition to emotional and physical strain. Conversely, happy employees are more able to deal with every day stress, feel more energetic, and have better overall health than their counterparts. This means, less sick days for the employee and more productivity for the company.</p>
<p>The good news is that finding out what makes your employees happy isn’t as hard as you may think. The best place to start is in the interview process, ask questions, get to know them, why they love what they do and what makes them get up in the morning. This simple starting strategy will get you started down a path of organically positive workplace culture that will continue to make your business thrive.&nbsp;</p>
<img src="https://track.hubspot.com/__ptq.gif?a=324142&amp;k=14&amp;r=https%3A%2F%2Fwww.hyrell.com%2Fblog%2Fbuilding-a-lasting-workplace-culture-statistics&amp;bu=https%253A%252F%252Fwww.hyrell.com%252Fblog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; ">Hiring TrendsRecruiting Best PracticesCultureCompany CultureCulture FitHR trendshyrellWed, 19 Jun 2019 11:30:00 GMTmarketingteam@hyrell.com (Rebecca Fulton)https://www.hyrell.com/blog/building-a-lasting-workplace-culture-statistics2019-06-19T11:30:00ZThe EEOC Announces a new "Digest of EEOC Law"https://www.hyrell.com/blog/the-eeoc-announces-a-new-digest-of-eeoc-law
<p><img src="https://www.hyrell.com/hs-fs/hubfs/My%20Post.jpg?width=1200&amp;name=My%20Post.jpg" alt="Equal Employment Opportunity Commission Hyrell Franchise Hiring" width="1200" style="width: 1200px;"></p>
<p>Yesterday, the&nbsp;U.S. Equal Employment Opportunity Commission (EEOC) Announced it will start publishing a digest of key articles about equal opportunity laws.&nbsp;</p><p><img src="https://www.hyrell.com/hs-fs/hubfs/My%20Post.jpg?width=1200&amp;name=My%20Post.jpg" alt="Equal Employment Opportunity Commission Hyrell Franchise Hiring" width="1200" style="width: 1200px;"></p>
<p>Yesterday, the&nbsp;U.S. Equal Employment Opportunity Commission (EEOC) Announced it will start publishing a digest of key articles about equal opportunity laws.&nbsp;</p>
<p>The digest will be published quarterly and include a library with summaries of notable decisions, class complaints, settlements, remedies and more. It will also include key <strong>Federal Sector Decisions and Special Article on Sexual Harassment in the Workplace:</strong> An Overview of the Law on Hostile Work Environment and Recent Decisions.</p>
<p>The digest can be found on the <a href="/blog/-temporary-slug-61ccec0e-3ec0-46f0-a94f-3222bff01dec/Includes%20Key%20Federal%20Sector%20Decisions%20and%20Special%20Article%20on%20Sexual%20Harassment%20in%20the%20Workplace:%20An%20Overview%20of%20the%20Law%20on%20Hostile%20Work%20Environment%20and%20Recent%20Decisions">EEOC's website</a>&nbsp;and is&nbsp;designed in a way that can be easily searched and understood by employees and business owners alike.&nbsp;</p>
<p>&nbsp;</p>
<div class="section post-body">
<p>Have questions, or looking for&nbsp;hiring help for your franchise? Click the button below and our team will be in touch to tell you a little more about how Hyrell can help with all of your franchise hiring needs.&nbsp;</p>
<p></p>
<p>&nbsp;</p>
</div>
<img src="https://track.hubspot.com/__ptq.gif?a=324142&amp;k=14&amp;r=https%3A%2F%2Fwww.hyrell.com%2Fblog%2Fthe-eeoc-announces-a-new-digest-of-eeoc-law&amp;bu=https%253A%252F%252Fwww.hyrell.com%252Fblog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; ">HR ChallengesEEOC HearingsHR trendsHR Lawequal employment opportunityTue, 23 Apr 2019 15:06:41 GMTmarketing@hyrell.com (Hyrell)https://www.hyrell.com/blog/the-eeoc-announces-a-new-digest-of-eeoc-law2019-04-23T15:06:41Z2019 Unemployment Rates You Need to Knowhttps://www.hyrell.com/blog/2019-state-unemployment-rates-you-should-know
<p><img src="https://www.hyrell.com/hs-fs/hubfs/2019%20unemployment%20rates.png?width=1200&amp;name=2019%20unemployment%20rates.png" alt="2019 unemployment rates" width="1200" style="width: 1200px;">&nbsp;</p><p><img src="https://www.hyrell.com/hs-fs/hubfs/2019%20unemployment%20rates.png?width=1200&amp;name=2019%20unemployment%20rates.png" alt="2019 unemployment rates" width="1200" style="width: 1200px;">&nbsp;</p>
<p>The Bureau of Labor Statistics has released it's annual interactive unemployment rate map. We've included a quick image of the map below, or you can the image&nbsp;to use the interactive version on their website.</p>
<p><a href="https://www.bls.gov/charts/state-employment-and-unemployment/state-unemployment-rates-map.htm"><img src="https://www.hyrell.com/hs-fs/hubfs/unemployement%20rate.png?width=710&amp;name=unemployement%20rate.png" alt="unemployment rate 2019 US" width="710" style="display: block; margin-left: auto; margin-right: auto;"></a></p>
<p style="text-align: center;">To make it even easier, we've included the table below to all 50 States, plus Washington D.C and Puerto Rico.&nbsp;</p>
<p>&nbsp;</p>
<table width="701" style="height: 1680px;">
<tbody>
<tr style="height: 50px;">
<td style="text-align: center; height: 50px; width: 168px;"><span style="text-decoration: underline;"><strong>State</strong></span></td>
<td style="text-align: center; height: 50px; width: 170px;"><strong>February 2019 <span style="text-decoration: underline;">unemployment rate</span></strong></td>
<td style="text-align: center; height: 50px; width: 170px;"><strong>February 2018 </strong><span style="text-decoration: underline;"><strong>unemployment rate</strong></span></td>
<td style="text-align: center; height: 50px; width: 165px;"><span style="text-decoration: underline;"><strong>12-month change</strong></span></td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Alabama</td>
<td style="font-weight: 400; height: 25px; width: 170px; text-align: left;">3.7</td>
<td style="font-weight: 400; height: 25px; width: 170px; text-align: left;">4</td>
<td style="font-weight: 400; height: 25px; width: 165px; text-align: left;">-0.3</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Alaska</td>
<td style="font-weight: 400; height: 25px; width: 170px;">6.5</td>
<td style="font-weight: 400; height: 25px; width: 170px;">6.7</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.2</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Arizona</td>
<td style="font-weight: 400; height: 25px; width: 170px;">5.1</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.8</td>
<td style="font-weight: 400; height: 25px; width: 165px;">0.3</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Arkansas</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.8</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.8</td>
<td style="font-weight: 400; height: 25px; width: 165px;">0</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">California</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.2</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.3</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.1</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Colorado</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.7</td>
<td style="font-weight: 400; height: 25px; width: 170px;">2.9</td>
<td style="font-weight: 400; height: 25px; width: 165px;">0.8</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Connecticut</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.8</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.5</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.7</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Delaware</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.4</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.6</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">District of Columbia</td>
<td style="font-weight: 400; height: 25px; width: 170px;">5.5</td>
<td style="font-weight: 400; height: 25px; width: 170px;">5.8</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.3</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Florida</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.5</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.9</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.4</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Georgia</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.9</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.2</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.3</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Hawaii</td>
<td style="font-weight: 400; height: 25px; width: 170px;">2.7</td>
<td style="font-weight: 400; height: 25px; width: 170px;">2.3</td>
<td style="font-weight: 400; height: 25px; width: 165px;">0.4</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Idaho</td>
<td style="font-weight: 400; height: 25px; width: 170px;">2.9</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.1</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Illinois</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.3</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.4</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.1</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Indiana</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.5</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.3</td>
<td style="font-weight: 400; height: 25px; width: 165px;">0.2</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Iowa</td>
<td style="font-weight: 400; height: 25px; width: 170px;">2.4</td>
<td style="font-weight: 400; height: 25px; width: 170px;">2.7</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.3</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Kansas</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.4</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.5</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.1</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Kentucky</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.1</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.3</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.2</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Louisiana</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.9</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.7</td>
<td style="font-weight: 400; height: 25px; width: 165px;">0.2</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Maine</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.4</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.2</td>
<td style="font-weight: 400; height: 25px; width: 165px;">0.2</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Maryland</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.7</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.2</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.5</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Massachusetts</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.6</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.6</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Michigan</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.4</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.4</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Minnesota</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.1</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.1</td>
<td style="font-weight: 400; height: 25px; width: 165px;">0</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Mississippi</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.8</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.9</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.1</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Missouri</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.2</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.5</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.3</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Montana</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.8</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.8</td>
<td style="font-weight: 400; height: 25px; width: 165px;">0</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Nebraska</td>
<td style="font-weight: 400; height: 25px; width: 170px;">2.8</td>
<td style="font-weight: 400; height: 25px; width: 170px;">2.9</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.1</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Nevada</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.3</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.8</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.5</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">New Hampshire</td>
<td style="font-weight: 400; height: 25px; width: 170px;">2.4</td>
<td style="font-weight: 400; height: 25px; width: 170px;">2.7</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.3</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">New Jersey</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.5</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.5</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">New Mexico</td>
<td style="font-weight: 400; height: 25px; width: 170px;">5.1</td>
<td style="font-weight: 400; height: 25px; width: 170px;">5.1</td>
<td style="font-weight: 400; height: 25px; width: 165px;">0</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">New York</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.9</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.5</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.6</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">North Carolina</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.9</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.2</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.3</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">North Dakota</td>
<td style="font-weight: 400; height: 25px; width: 170px;">2.4</td>
<td style="font-weight: 400; height: 25px; width: 170px;">2.7</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.3</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Ohio</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.6</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.5</td>
<td style="font-weight: 400; height: 25px; width: 165px;">0.1</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Oklahoma</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.3</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.8</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.5</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Oregon</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.4</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.2</td>
<td style="font-weight: 400; height: 25px; width: 165px;">0.2</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Pennsylvania</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.5</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.5</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Rhode Island</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.9</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.3</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.4</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">South Carolina</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.2</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.8</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.6</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">South Dakota</td>
<td style="font-weight: 400; height: 25px; width: 170px;">2.9</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.1</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.2</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Tennessee</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.2</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.6</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.4</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Texas</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.8</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.1</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.3</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Utah</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.1</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.1</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Vermont</td>
<td style="font-weight: 400; height: 25px; width: 170px;">2.4</td>
<td style="font-weight: 400; height: 25px; width: 170px;">2.7</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.3</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Virginia</td>
<td style="font-weight: 400; height: 25px; width: 170px;">2.9</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.2</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.3</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Washington</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.5</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4.6</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.1</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">West Virginia</td>
<td style="font-weight: 400; height: 25px; width: 170px;">5.2</td>
<td style="font-weight: 400; height: 25px; width: 170px;">5.4</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.2</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Wisconsin</td>
<td style="font-weight: 400; height: 25px; width: 170px;">2.9</td>
<td style="font-weight: 400; height: 25px; width: 170px;">2.9</td>
<td style="font-weight: 400; height: 25px; width: 165px;">0</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Wyoming</td>
<td style="font-weight: 400; height: 25px; width: 170px;">3.9</td>
<td style="font-weight: 400; height: 25px; width: 170px;">4</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-0.1</td>
</tr>
<tr style="height: 25px;">
<td style="height: 25px; width: 168px;">Puerto Rico</td>
<td style="font-weight: 400; height: 25px; width: 170px;">8.5</td>
<td style="font-weight: 400; height: 25px; width: 170px;">10.3</td>
<td style="font-weight: 400; height: 25px; width: 165px;">-1.8</td>
</tr>
</tbody>
</table>
<p>Have some more information we should include? Feel free to leave a comment and let us know what it is!</p>
<div class="section post-body">
<p>Looking for help hiring in your state? Click the button below and our team will be in touch to tell you a little more about how Hyrell can help with all of your franchise hiring needs.&nbsp;</p>
<p></p>
<p>&nbsp;</p>
</div>
<img src="https://track.hubspot.com/__ptq.gif?a=324142&amp;k=14&amp;r=https%3A%2F%2Fwww.hyrell.com%2Fblog%2F2019-state-unemployment-rates-you-should-know&amp;bu=https%253A%252F%252Fwww.hyrell.com%252Fblog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; ">employee turnoverHiring Processhiring strategyapplicant tracking software vendorHR trendsApplicant Flowhyrellunemployment rateWed, 17 Apr 2019 15:30:01 GMTmarketing@hyrell.com (Hyrell)https://www.hyrell.com/blog/2019-state-unemployment-rates-you-should-know2019-04-17T15:30:01Z3 Articles to Help Fight Employee Burnouthttps://www.hyrell.com/blog/3-articles-to-help-fight-employee-burnout
<p><img src="https://www.hyrell.com/hs-fs/hubfs/Burnout.png?width=700&amp;height=325&amp;name=Burnout.png" alt="Help Fight Employee Burnout" width="700" height="325" style="width: 700px;"></p>
<p>In a highly competitive talent market, attracting top quality candidates is challenging enough. You use the <a href="https://www.hyrell.com/hiring-solutions">best recruiting tools</a>&nbsp;to find the best employees, but what if one of your top performers suddenly quits? Is company culture to blame? Or is the real culprit employee burnout?</p>
<p></p><p><img src="https://www.hyrell.com/hs-fs/hubfs/Burnout.png?width=700&amp;height=325&amp;name=Burnout.png" alt="Help Fight Employee Burnout" width="700" height="325" style="width: 700px;"></p>
<p>In a highly competitive talent market, attracting top quality candidates is challenging enough. You use the <a href="https://www.hyrell.com/hiring-solutions">best recruiting tools</a>&nbsp;to find the best employees, but what if one of your top performers suddenly quits? Is company culture to blame? Or is the real culprit employee burnout?</p>
<p></p>
<p>Stop losing your most highly motivated employees! Read our top picks on how to prevent employee burnout in your organization:</p>
<h2><strong>1 in 5 Highly Engaged Employees Is at Risk of Burnout</strong></h2>
<p>Every HR department is looking for highly engaged employees. But as authors Emma Seppala and Julia Moeller note, highly engaged employees may also be at risk for high levels of stress…</p>
<blockquote>
<p>“Companies may be at risk of losing some of their most motivated and hard-working employees not for a lack of engagement, but because of their simultaneous experiences of high stress and burnout symptoms.”</p>
</blockquote>
<p>Finding the optimal level of employee engagement is a crucial step in avoiding burnout. <a href="https://www.fastcompany.com/40552978/managers-take-these-steps-to-prevent-your-employees-from-burning-out">Read more</a>.</p>
<h2><strong>How to Prevent Burnout with Empathy</strong></h2>
<p>Authors Annie McKee and Kandi Wiens know that burnout is a serious issue facing the modern workforce. But they also realize that leading with empathy can help to reduce workplace stress and mitigate the symptoms of burnout…&nbsp;&nbsp;</p>
<blockquote>
<p>“Research shows that expressing empathy produces physiological effects that calm us and strengthen our long-term sustainability. So not only do others benefit from our empathy, we benefit, too.”</p>
</blockquote>
<p>Practicing self-compassion and actively showing empathy towards fellow employees are two ways to break the burnout cycle. <a href="https://www.shrm.org/hr-today/news/hr-magazine/0817/pages/how-to-prevent-burnout-with-empathy.aspx">Read more</a>.</p>
<h2><strong>Don't Lose Your Top Employees Because of "Brownout"</strong></h2>
<p>According to author Sydney Lucken, employee “brownout” is 8x more prevalent in the modern workforce than employee burnout…</p>
<blockquote>
<p>“Unlike burnout, which is a sudden state of temporary exhaustion, brownout can have long-term lasting effects on a person’s professional and personal life. The main reason why brownout is so problematic is because workers afflicted by it are not in ‘obvious crisis,’ meaning that it is not always noticeable to the naked eye that your employees are in this overwhelmed and disengaged state. As a consequence, many employers are shocked when their top performers abruptly resign and jump ship to a new employer.”</p>
</blockquote>
<p>Managers should know how to spot the signs of brownout, and actively address its effects with three key strategies: challenge, development, and reward. <a href="https://www.entrepreneur.com/article/298402">Read more</a>.</p>
<p><strong>A highly engaged workforce starts with an engaging hiring process (powered by an <a href="https://www.hyrell.com/applicant-tracking-system"><strong>easy to use ATS</strong></a><strong>). If you want to attract highly engaged employees, start with an engaging job description.</strong></strong></p>
<img src="https://track.hubspot.com/__ptq.gif?a=324142&amp;k=14&amp;r=https%3A%2F%2Fwww.hyrell.com%2Fblog%2F3-articles-to-help-fight-employee-burnout&amp;bu=https%253A%252F%252Fwww.hyrell.com%252Fblog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; ">Employee RetentionRecruiting AdviceEmployee StressWed, 02 May 2018 14:55:00 GMTmarketing@hyrell.com (Hyrell)https://www.hyrell.com/blog/3-articles-to-help-fight-employee-burnout2018-05-02T14:55:00ZWhen Do You Run a Background Check?https://www.hyrell.com/blog/when-do-you-run-a-background-check
<p><img src="https://www.hyrell.com/hs-fs/hubfs/background-check-blog-image.png?width=700&amp;name=background-check-blog-image.png" width="700" style="width: 700px; height: 400px;" alt="When do you run a background check?" title="When do you run a background check?"></p>
<p><em>Our friend, Amber Cowham, stopped by this week to help us understand the importance of background screening to the health and stability of your organization. Amber’s the Corporate Trainer at <a href="https://www.hyrell.com/integrations/verified-first">Verified First</a>, &nbsp;where she and her team offer premier background and drug screening services featuring robust, customizable search solutions.</em></p>
<p></p><p><img src="https://www.hyrell.com/hs-fs/hubfs/background-check-blog-image.png?width=700&amp;name=background-check-blog-image.png" width="700" style="width: 700px; height: 400px;" alt="When do you run a background check?" title="When do you run a background check?"></p>
<p><em>Our friend, Amber Cowham, stopped by this week to help us understand the importance of background screening to the health and stability of your organization. Amber’s the Corporate Trainer at <a href="https://www.hyrell.com/integrations/verified-first">Verified First</a>, &nbsp;where she and her team offer premier background and drug screening services featuring robust, customizable search solutions.</em></p>
<p></p>
<h2>Don’t trip up on timing!</h2>
<p>For the vast majority of businesses, performing a background check is an important part of the hiring process. But have you considered when in that process the background check should occur? The timing of running a background check on a candidate is becoming more relevant as the laws concerning screening continue to change. More and more, the evidence speaks to performing background checks only after a conditional offer of employment, and not before.</p>
<p>Here are a few factors to consider about the timing of background checks.</p>
<h2>Equality</h2>
<p>Are you picking and choosing which applicants run background checks on before writing an offer of employment? You may become liable for disparate treatment of candidates. Performing a background check may also expose protected status information, such race, age, and sex, which cannot be used in hiring decisions. Waiting to perform screens until after a conditional offer of employment could help show that you treated each candidate fairly and without discrimination.</p>
<h2>Laws</h2>
<p>If you’re hiring in a “ban-the-box” state, then you’ve already taken steps to remove the questions about criminal history from job applications. But some ban-the-box jurisdictions have gone farther than just the box itself. Some states specify that employers cannot ask about criminal history before an interview, and other states, like Hawaii, have outlawed performing a background check before a conditional offer of employment. The overarching trend of the laws is to determine the criminal history of a candidate as late as possible in the hiring process, specifically after a conditional offer.</p>
<h2>Cost</h2>
<p>No one is a stranger to budget issues. Using background screening early in the hiring process means screening multiple candidates for each open position which quickly becomes expensive. It can be more cost-effective to wait until there is only one candidate to screen. While there may be times that the final candidate has their offer rescinded due to the results of the background check, screening the runner-up will be more affordable than screening every candidate.</p>
<h2>Later Is Better</h2>
<p>We’re used to the rush of wanting everything now, now, now. But when it comes to running a background check, timing is critical and later is better. Consider editing your company’s background screening policy to specify that reports will be ordered after the conditional offer of employment.<br><br></p>
<table>
<tbody>
<tr>
<td style="width: 180px;"><a href="https://www.hyrell.com/webinar-recording-form-pitfalls-to-avoid-in-creating-a-background-screening-policy"><img src="https://www.hyrell.com/hs-fs/hubfs/background-check-webinar-video-cta.png?width=165&amp;name=background-check-webinar-video-cta.png" alt="Watch the full webinar recording! " width="165" title="Watch the full webinar recording! " style="width: 165px;"></a></td>
<td><span style="font-weight: 600; line-height: 25px;"><span>Timing of screening was one of the topics we discussed in our recent webinar,</span><span>&nbsp;</span><em><a href="https://www.hyrell.com/webinar-recording-form-pitfalls-to-avoid-in-creating-a-background-screening-policy">Pitfalls to Avoid in Creating a Background Screening Policy</a></em><span>.&nbsp;</span> To learn more about creating your own background screening policy,&nbsp;<a href="https://www.hyrell.com/webinar-recording-form-pitfalls-to-avoid-in-creating-a-background-screening-policy">watch the full webinar recording today</a>!</span></td>
</tr>
</tbody>
</table>
<img src="https://track.hubspot.com/__ptq.gif?a=324142&amp;k=14&amp;r=https%3A%2F%2Fwww.hyrell.com%2Fblog%2Fwhen-do-you-run-a-background-check&amp;bu=https%253A%252F%252Fwww.hyrell.com%252Fblog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; ">Recruiting Best PracticesHR trendsTue, 05 Dec 2017 15:35:00 GMTmarketing@hyrell.com (Hyrell)https://www.hyrell.com/blog/when-do-you-run-a-background-check2017-12-05T15:35:00Z